【摘要】 数字化平台用工模式所展现的契约虚拟化、时间灵活化以及雇佣关系多重化，与传统模式中处于固定场所的劳资双方通过合同管理维系的长期、稳定的隶属关系存在显著差异，这种新模式对我国传统的劳动关系判定理论体系造成了冲击。以人身从属性为核心的劳动关系认定标准，已经难以适应平台从业者人身从属性和组织从属性逐渐弱化的必然趋势。劳动关系的存在原本依赖于劳动者与雇主在生产劳动过程中的整体互动。因此，为了优化从属性的认定标准，我们应将原先试图准确定位劳动关系的要件式立法模式，转变为构建一个相对开放、灵活的要素式从属性认定模式。在确认具体的认定要素时，应实质性考察平台从业者在新型劳动关系中所表现出的从属性特征。在线劳动平台通过信息手段对劳动者实施数据化控制，并强化了劳动者的信息依赖，这使得数字化平台劳动关系中的从属性基础转变为以信息从属性为核心的新形态。更多还原

【Abstract】 The employment model on digital platforms, characterized by virtualized contracts, flexible working hours, and multiple employment relationships, significantly differs from the traditional model where labor and management maintain longterm, stable subordinate relationships through contract management at fixed locations. This new mode impacts the traditional labor relationship determination theoretical system in China. The labor relationship determination standard, centered on personal subordination, can no longer adapt to the inevitable trend of weakening personal and organizational subordination among platform practitioners. The existence of labor relations originally depends on the comprehensive interaction between the worker and the employer in the production and labor process. Therefore, to optimize the criteria for determining subordination, it is necessary to shift from the original element-based legislative model, which attempts to precisely locate the labor relationship, to a more open and flexible element-based model. To confirm the specific elements of determination, the subordinate nature of platform practitioners in the new labor relationship should be substantively examined. Online labor platforms exert data-based control over workers through information means and reinforce their information dependence, which transforms the basis of subordination in digital platform labor relations into a new form centered on information subordination.更多还原